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All Journal Dinasti International Journal of Management Science Dinasti International Journal of Education Management and Social Science Jurnal Ekonomi Journal of Accounting and Finance Management (JAFM)
Pompong B. Setiadi
Sekolah Tinggi Ilmu Ekonomi Mahardhika, Surabaya, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Other

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The Effect of Transformational Leadership Style, and Work Discipline on Employee Performance with Organizational Commitment as Intervening Variable at PT. Laser Jaya Sakti Abdul Muid; Pompong B. Setiadi
Journal of Accounting and Finance Management Vol. 3 No. 2 (2022): Journal of Accounting and Finance Management (May-June 2022)
Publisher : DINASTI RESEARCH

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (371.192 KB) | DOI: 10.38035/jafm.v3i2.98

Abstract

Through the results of this study, it is proven that communication style has a significant effect on morale through work performance at PT. Laser Jaya Sakti, and performance can mediate the relationship between the influence of communication style on morale. Regarding previous research between the relationship between work and commitment, continuous commitment can occur. Permanent engagement means the component based on the employee's perception of loss. Consequences if he leaves the organization. Continuous involvement means staying in the organization, and is an individual need, and is based on the consideration that a person has invested a lot of personal resources and abilities (knowledge and skills) in the organization, so it is very dangerous for him to leave. Continuing engagement occurs when employees stay in an organization because they need pay and other benefits, or because the employee cannot find another job. The main factor behind the continuity of engagement is the investment of individual resources in the organization and the limitation of alternatives (lack of alternatives) if they have to leave the organization. In this research, it is clear that the basis of going concern is cost taking into account revenue, so this dimension is called arithmetic liability. Because the indicators measure the dimensions of continuity of commitment, including the individual's major losses when leaving the organization; It is difficult to leave the organization even if you want to, and the most important consideration remains with the organization because it is difficult to find other alternatives.
The Effect of Knowledge, Work Experience, and Work Spirit on Performance of Employees PT. Adira Dinamika Multifinance Pasuruan Parmei Luluk Maliyah; Pompong B. Setiadi; Sri Rahayu
Dinasti International Journal of Management Science Vol. 4 No. 1 (2022): Dinasti International Journal of Management Science (September - October 2022)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijms.v4i1.1404

Abstract

As the relationship management perspective has been criticized and contradicting for focusing too much on individual entities, two parallel research tracks encourage business practices to view relational exchanges from a systems perspective. These two literary streams exist across the performance domain, sales force customization, sales force management, and sales to domain. The sales process can be seen as an episodic and non-linear exchange involving a large number of stakeholders. Our systematic review of the sales literature reveals a rich science that parallels the above characteristics. At the same time, this research fails to integrate management school perspectives or to identify links that illustrate the foundations of neoliberalism and improved the welfare states. We aim to develop a middle-class theory of the well-being of the sales ecosystem by combining the sales performance and performance of the sales ecosystem that can be targeted to this emerging of increasing the sales insurance product
THE INFLUENCE OF WORK MORALE AND COMPENSATION ON EMPLOYEE PERFORMANCE AT PT. PANJI BINTANG JAYA WITH INDIVIDUAL CHARACTERISTICS AS INTERVENING VARIABLES Ellen Nita Vindriana; Pompong B. Setiadi; Fanny Dwi Puspitasari
Jurnal Ekonomi Vol. 12 No. 04 (2023): Jurnal Ekonomi, 2023
Publisher : SEAN Institute

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Abstract

The aim of this research is to test, prove and analyze the influence of work morale, compensation on employee performance with individual characteristics as intervening variables. This research uses primary data in the form of distributed questionnaire data. The sample used was 48 employees at PT. Panji Bintang Jaya, saturated sampling method. The analysis used in this research is SEM. Based on the research results, it can be concluded that the variables Work morale significantly influences individual characteristics, Compensation does not significantly influence individual characteristics, Work morale significantly influences employee performance, Compensation does not significantly influence employee performance, Work morale and compensation have a positive and significant influence on employee performance with individual characteristics as an intervening variable. The implications and suggestions are that it would be better if every employee complied with and adapted the culture that exists in the organization, such as compensation, work morale and individual characteristics. The information that has been obtained and analyzed can be made into studies such as the suitability of the objectives of compensation, work enthusiasm and individual characteristics that can be used to contribute to building the company. Compensation, work morale, individual characteristics and employee performance are very suitable to be used as the main study on the theme of HR development for Company employees.
APPLICATION OF SAFETY PERFORMANCE BASED ON JOB INVOLVEMENT, PERSONALITY, AND LEARNING ORGANIZATION ON THE CHILD OF PT. ASDP INDONESIA FERRY SURABAYA Sofyan Sauri; Pompong B. Setiadi; Sri Rahayu
Dinasti International Journal of Education Management And Social Science Vol. 3 No. 6 (2022): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v3i6.1343

Abstract

Psychological empowerment is useful in improving performance, individuals become more effective, increasing productivity, motivation to work more. Thus, psychological empowerment provides many benefits to every individual who wants to change his life for the better which of course must be supported by the safety performance, so that there are no obstacles in improving performance and productivity. psychological empowerment can have an influence on individuals, organizations, and society. The results in this studyfound that psychological empowerment dimensions of meaning, self-determination, and impact have an influence on physical and mental health, and have a major influence on job satisfaction. Therefore, to overcome the impact caused by the powerlessness of employees, it is necessary to involve the safety performance in empowering its employees. In the development of Psychological Empowerment there is a gap, namely Psychological Safety is a form of employee behavior consisting of work safety components. Forms of work safety behavior, such as using work safety equipment and actively participating in work safety program activities in the organization. Neal and Griffin also added that the concept of safety performance is employee behavior in the workplace related to organizational safety. Psychological Safety is also defined as a form of employee safety behavior at work which includes compliance and participation. Compliance is defined as employee safety behavior at work and maintaining safety at work, participation is described as employee voluntary behavior to develop the organization's work safety. It can be concluded that Psychological Safety is a form of employee behavior at work which includes the prevention of work accidents by means of employee behavior that complies with established safety rules and procedures and voluntarily participates in improving work safety in the company.
Co-Authors Abdul Muid Ellen Nita Vindriana Fanny Dwi Puspitasari Parmei Luluk Maliyah Sofyan Sauri Sri Rahayu